The Civil Rights Act of 1964 Research Paper Example | Topics and Well Written Essays - 1250 words

The Civil Rights Act of 1964 - Research Paper ExampleDiscrimination based on Race, Color, religion, and nationality In the commencement ceremony of 1960s, most Americans knew the potential of having equal protection was to be fulfilled in the fourteenth amendment. There was a debate in the three arms of the disposal and the public on whether the constitution enhances equal protection to all American workers, but civil Acts has been able to protect American workers from being discriminated based on colouring material, religion, race, and national origin. It is, therefore, unlawful to deny equal employment opportunity to an employee because of his race, or notwithstanding perceived race, or race-linked characters such as hair color and facial features, or because the individual is married to or has an association with another person of a particular race and color. This law also extended non-discrimination protection to workers who be disabled. There have been attempts to enact th e legislation to protect lesbians, bi versed and gay workers from discrimination but the Congress has failed to protect workers from discrimination based on sexual orientation. ... Sex was added in the law to protect Alice Paul who was a woman. Section 703 part A declared it unlawful for an employee to refuse to hire or even discharge a worker with respect to the workers terms of service, compensation, or any privilege of employment because of the individuals race, national origin, color or religion. Final bill that was passed allowed sex to be one of the considerations especially when the sex of the worker was a bona fide qualification for an intended job. EEOC was later created under deed VII for implementing this law. Recruiting, Hiring and Advancement Section 703 Part A protects workers during hiring process, and it states that it is unlawful to discriminate an employee with respect to compensation or any other privileges of employment. Any job fate should be applied in a unif orm and consistent manner to all persons regardless of the race and color. Moreover, a job requirement should without putting in place job performance or needs of the business otherwise, it will be unlawful if the specific requirements will exclude persons of specific race and color in a significant way than others. For instance, an employer who solicits applications from applicants of the same race and color, or applicants with a specific education background which may not be authorized for the performance of the job, or even testing the job applicants for knowledge or abilities when the job performance is not important. In other circumstances, an employer may require racial information of an applicant for having affirmative action. To obtain information relating to race without discriminating the employee is by using separate forms or